The Web 2.0 provides a dynamic platform that can be used to better communicate with potential employees as discussed in the McLean Report research note, “Leverage Web 2.0 for Effective IT Recruiting.” Building a presence online comes with its own set of risks.
Mitigating Risks While Recruiting on the Web 2.0
1. Incomplete understanding of the impact of Web 2.0 recruiting. The World Wide Web is still the exponentially growing universe that it was before the much hyped term “Web 2.0” was coined. The Web 2.0 refers to a wide array of collaborative tools to navigate and utilize information in this large body. Any new technology creates a disruption in business processes. Consider the following factors and avoid costly disruptions due to misalignment of expectations.
- Candidate 2.0. Clearly define the desired skill sets to determine the most appropriate tool. Recruiting managers should consider what forums, blogs, and Web sites desired candidates would most likely use as they start their search.
- Employee 2.0. The Web 2.0 is a bi-directional superhighway. Employees here become partners in the recruiting process. Enable employees with the appropriate amount of relevant experience to connect with potential candidates. Ensure the time required for reaching out (updating blogs or answering questions) does not overwhelm them.
- Recruiter 2.0. The recruiter’s role is no longer restricted to promoting the organization at job fairs, or identifying candidates in large resume databases. Recruiters now actively interact with candidates and facilitate dialogue between current and potential employees. Recruiters may also experience a shift in workload as contributing to and monitoring blogs becomes a part of their schedule.
